Perceived Hrm Practices And Turnover Intention: The Mediating Role Of Job Embeddedness. A Study Of The Hotel Industry In Ghana

ABSTRACT The purpose of this paper is to explore the turnover intention of employees in the hotel industry using Job Embeddedness as a mediator of its relationship with HRM practices. The study used job embeddedness, to investigate its mediation effect on the relationship between employees‟ turnover intention and three areas of human resource practices (Recruitment and Selection, Training and Development, Rewards and Benefits). Stratified, purposive and convenience sampling methods were adopted in this study. A questionnaire was given to employees of 45 selected hotels in the Greater Accra Region of Ghana asking their perception of the HRM practices in their organizations and how it influenced their perceptions of job embeddedness and subsequently turnover intentions. The results of this questionnaire were analyzed utilizing the four-step method for mediation analysis. Hypotheses were tested using data from 363 employees from the 45 hotels. Findings indicated a significant negative relationship between perceptions of human resource practices and turnover intention. As predicted, the findings of this study revealed that, Job Embeddedness mediated the relationship between 2 of the HRM practices (Recruitment and Selection, Rewards and Benefits) and turnover intentions. However, Job Embeddedness did not mediate the relationship between Training and Development and Turnover Intention. The findings suggest that organizations ready to use HR practices to prevent turnover will experience greater success by using good HRM practices to increase their Job Embeddedness and to reduce Turnover Intention. Accordingly, the research has important implications for the management of hotels in Ghana. The study contributes to the hospitality literature by providing insights on predictors of staff turnover in the Ghanaian hospitality industry and how these predictors should be managed to control the negative effects of turnover.